You should just dismiss that girl and appoint someone who is capable and can efficiently and sincerely handle the project. Make sure to assess the candidates' ability to work, review their previous work record and achievements before appointing them, and inform all other employees to work diligently.
From India, Bhopal
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From India, Bhopal
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Hi,
First of all, you have already spoken to your employee in a friendly manner. You have done much! Remember one thing: as an HR professional, never give employees more importance. If you give them more, they are going to take you for granted. There are millions of people in this world who want a job. You can find a better person for the position. If you carry on the same way, one day you will have to leave your job. Show what your authority is and why you have been appointed as an HR in the company.
It seems the employee is playing around with you by saying you can deduct the salary or telling that she wants to leave the job. Go ahead and do what you have to do according to your company's policy.
From India, Bangalore
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First of all, you have already spoken to your employee in a friendly manner. You have done much! Remember one thing: as an HR professional, never give employees more importance. If you give them more, they are going to take you for granted. There are millions of people in this world who want a job. You can find a better person for the position. If you carry on the same way, one day you will have to leave your job. Show what your authority is and why you have been appointed as an HR in the company.
It seems the employee is playing around with you by saying you can deduct the salary or telling that she wants to leave the job. Go ahead and do what you have to do according to your company's policy.
From India, Bangalore
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I will agree with RAVI. You have already lost the chance to show her that you are her friend. Let's face it. She won't trust you no matter what.
From what I see, there are a few points that need to be cleared.
1. If she is a trainee, she must have a probationary period. And if she is not up to the mark in that time period, then many things can be done...
2. But from what I have read, she has probably passed that stage. So then why not take a different approach.
If I am right, you want your project completed and can't afford to let her go at this point. So she must have some amount of talent and skill in order for you to have given a trainee an independent project. So, it's not the time factor that is important... it's the project completion.
Please correct me if I am wrong. I understand discipline is necessary, but quoting my friend RAVI... we must not forget we are all human. She must be facing some sort of problem... a serious one.
So sit her down and lay out the facts. Try to make it a win-win situation. Tell her she can have a flexible time schedule... for the time being... till her problem is solved... but don't pry too much into the problem. Tell her she was hired after a long process, and you want to keep her, and she must help you to help her. Make her feel important.
Point out that the project must be completed as it was assigned to her... let her tell you how she can manage it. Please keep in mind... sitting in a seat from 9-5 is not important. It's the timely completion of work.
Don't worry about what the other employees will think. Tell them the organization cares and from time to time must show it.
Another option is to install some technology. The time in-time out IT system and then just let her use up her days off and in the meantime get someone else to coordinate with her and take over the project.
I hope that helped.
Ceesquare
From Pakistan, Islamabad
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From what I see, there are a few points that need to be cleared.
1. If she is a trainee, she must have a probationary period. And if she is not up to the mark in that time period, then many things can be done...
2. But from what I have read, she has probably passed that stage. So then why not take a different approach.
If I am right, you want your project completed and can't afford to let her go at this point. So she must have some amount of talent and skill in order for you to have given a trainee an independent project. So, it's not the time factor that is important... it's the project completion.
Please correct me if I am wrong. I understand discipline is necessary, but quoting my friend RAVI... we must not forget we are all human. She must be facing some sort of problem... a serious one.
So sit her down and lay out the facts. Try to make it a win-win situation. Tell her she can have a flexible time schedule... for the time being... till her problem is solved... but don't pry too much into the problem. Tell her she was hired after a long process, and you want to keep her, and she must help you to help her. Make her feel important.
Point out that the project must be completed as it was assigned to her... let her tell you how she can manage it. Please keep in mind... sitting in a seat from 9-5 is not important. It's the timely completion of work.
Don't worry about what the other employees will think. Tell them the organization cares and from time to time must show it.
Another option is to install some technology. The time in-time out IT system and then just let her use up her days off and in the meantime get someone else to coordinate with her and take over the project.
I hope that helped.
Ceesquare
From Pakistan, Islamabad
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Hi Sohini,
There are many ways to handle such kind of employees. One approach is to arrange a meeting with her and help her understand the reasons behind her attitude. Another option, as suggested by a friend, is to consider termination. If she excels in her work, it is important to communicate to her that such behavior could harm her career. Additionally, a simple gesture like thanking her whenever she is punctual can also make a difference.
Regards,
Devang Pandya
HR Executive
09724472977
Manan Motors (P) Ltd
From India, Vadodara
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7There are many ways to handle such kind of employees. One approach is to arrange a meeting with her and help her understand the reasons behind her attitude. Another option, as suggested by a friend, is to consider termination. If she excels in her work, it is important to communicate to her that such behavior could harm her career. Additionally, a simple gesture like thanking her whenever she is punctual can also make a difference.
Regards,
Devang Pandya
HR Executive
09724472977
Manan Motors (P) Ltd
From India, Vadodara
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Hi! I somehow don't agree with Ravi. If she behaves unprofessionally and if you do not take any action, she would set an example for other potential employees, and they might also follow suit. This could change the entire scenario or the decorum of the organization.
All I would say is issue her some kind of warning letter regarding her disruptive behavior, which is spreading negative vibes among the other members. If she continues to behave in the same manner, then you should take affirmative action against her.
Regards,
Aruna
From India, New Delhi
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All I would say is issue her some kind of warning letter regarding her disruptive behavior, which is spreading negative vibes among the other members. If she continues to behave in the same manner, then you should take affirmative action against her.
Regards,
Aruna
From India, New Delhi
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Dear Friends,
I have read your answers, and they are really good as they provide different solutions to the problem. I agree with one of my friends who suggested transferring the project slowly to someone else before she disappears one day. HR cannot take care of the problems in the associates' personal lives if the associates are not open to accepting help from HR. We cannot force them to accept our help.
I feel it would be better to have a final discussion with her, along with her Team Leader and other seniors. If she is not interested in the job, it would be better to terminate her employment or ask her to resign.
We cannot continue to bear the burden on our shoulders for an extended period. It's better to address and resolve the issues promptly.
Thank you.
From United+States, Austin
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I have read your answers, and they are really good as they provide different solutions to the problem. I agree with one of my friends who suggested transferring the project slowly to someone else before she disappears one day. HR cannot take care of the problems in the associates' personal lives if the associates are not open to accepting help from HR. We cannot force them to accept our help.
I feel it would be better to have a final discussion with her, along with her Team Leader and other seniors. If she is not interested in the job, it would be better to terminate her employment or ask her to resign.
We cannot continue to bear the burden on our shoulders for an extended period. It's better to address and resolve the issues promptly.
Thank you.
From United+States, Austin
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Dear Sohini,
Ravi is right in a way. Generally, some people mix their personal life and official life. In the process, they feel lost, and sometimes they may not be aware of what they are into. Hence, do some counseling sessions, and I'm sure she will bounce back to performance.
From India, Hyderabad
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Ravi is right in a way. Generally, some people mix their personal life and official life. In the process, they feel lost, and sometimes they may not be aware of what they are into. Hence, do some counseling sessions, and I'm sure she will bounce back to performance.
From India, Hyderabad
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Dear Sohini,
Ravi is right in a way. Generally, some people mix their personal life and official life. In the process, they feel lost, and sometimes they may not be aware of what they are into. Hence, do some counseling sessions, and I'm sure she will bounce back to performance.
Regards,
Bhanumurthy
From India, Hyderabad
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Ravi is right in a way. Generally, some people mix their personal life and official life. In the process, they feel lost, and sometimes they may not be aware of what they are into. Hence, do some counseling sessions, and I'm sure she will bounce back to performance.
Regards,
Bhanumurthy
From India, Hyderabad
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Hi Sohini,
I understand that you have already provided some counseling, yet she continued to behave the same way. She is not the only one without personal problems, and she is not an exception to this. We all find ways to balance our personal and professional lives.
Aruna
From India, New Delhi
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I understand that you have already provided some counseling, yet she continued to behave the same way. She is not the only one without personal problems, and she is not an exception to this. We all find ways to balance our personal and professional lives.
Aruna
From India, New Delhi
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